1. Identification of positions that are critical to the organization
2. Identification of possible successors to these positions
3. Agreeing on their readiness windows
4. Identifying any development interventions to enhance readiness

How much time, resources and money do you have--if you go the assessment center route..better load up on all. I ran assessment centers at early days of FedEx--good methodology, thorough...but just a nightmare in terms of practicality. So you have data on one person...how about the other 200 or so?

Psychometric testing...I am a psychologist--and that approach is also fraught with issues.

Look on my website--and the Human Asset Inventory could be of help to you--effective, discussion based, produces high quality information--no paper to fill out, quick turnaround of the data. .

This appears to be a total pendulum swing from too much to too little.

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Matthew Newey

May 13, 2011 10:19 AM

I have found that a combination of factors need to be applied. Yes the 9 grid reference is a cool tool but you need a good Performance management system in place, You need to do a fishbowl exercise with potential talent to assess them in the actual working environment. And then use them in on a project with experienced people and continually evaluate them through interviews (coaching sessions) and the end of a period of time 6-12 months the potential pops out the top and there is already management support, because they have worked with the management teams on projects!

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Pilla Nageshwara Rao

August 19, 2011 07:47 AM

Yes. Following are the areas where the Identification is done:

1) Enthusiasm of the Employee
2) Capability of leading
3) Knowledge of the Work
4) Mingling nature with all the Employees
5) Ability of Solving Problems
6) Ability of assessing the Employees